In my mind, employees whose lowest level needs haven’t been met, will generate job decisions based on compensation, safety and stability. I think Managers must learn more about their employees in order to motivate them. They should listen, observe and ask ,then use this information to pinpoint each employees most important needs. From here managers can give the employee what is important to them and not the manager!. Maslow’s five level of needs can be applied to the workplace as so; 1)Physiological needs-survival issues( salary, stable employment) 2)Security/Safety-stable work environment, fair work practice, benefits and work safety.
Each technique has its pros and cons. To determine which technique works best for MEPA, the organisation needs to understand the purposes of appraising performance. In our case the performance appraisal should motivate an employee to better performance by helping him understand why he needs to move away from poor performance or toward the organisation’s strategic objectives. MEPA should adopt a more effective method as an appraisal technique. The 360 degree feedback is a method where employees are evaluated by colleagues, customers, subordinates, other interested parties and supervisors.
1.0 Theory X and Y Douglas McGregor's theory X and Y described two assumptions that managers make to motivate and value employees. McGregor claim that Theory X assume employees dislike working, require coercion to complete assigned tasks and look for guidance. In contrast, Theory Y managers assume workers care about the organization; seek for responsibility and capable of regulating their performance. McGregor believed that this theory provides managers a more reality-centred, flexible approach in formulating their organization controlling (Sager, 2015). 1.1 Management Style of Theory X While looking into the management style, Theory X is negatively related to followers’ satisfaction towards leaders (Gürbüz, Şahin and Köksal, 2014).
Introduction: This is an assignment done to detail the advantages of a well-designed and properly implemented performance appraisal system. In this assignment I have highlighted on the importance of a well- designed performance appraisal system and its benefit to both the employer and employee. Performance appraisal A performance appraisal is an evaluation done on an employee’s job performance to know how well the employees do their jobs and know the areas to be improved. Some appraisal systems used in the organizations are done so inadequately that they fail, and also create an undesirable experience for both the manager as well as the employees. Our organization also needs to change the appraisal system to a well-designed
It is the manager’s job to deal with these attitudes in the best way possible. Employees may have negative attitudes towards their workplace for example if they think they are under-paid. Managers must make the work challenging for the employee to be interested in their work. 2.0 History of organisational behaviour: The Industrial Revolution brought about need for understanding of human behaviour as new manufacturing
In order to achieve the goal, sometimes moderate manipulation can be involved. To understanding the desires of the employee, manager can use it as a motivation to each employees. According to Siegel “a person’s needs or wants and the drives generated by them sensitize him to awareness of particular stimulus conditions influence the way in which he perceives and responds to these conditions (360)”. A great example many companies use to
Based on this, McGregor proposes a model of human resource management called "integration and self-control" in which, once established business objectives, the employee defines their responsibilities, their goals and their own growth process, and how it evaluates him. McGregor proposes this model as an effective means to generate "commitment", a theme that began to worry the management. It also criticises the traditional performance evaluation, because of its defects of subjectivity and lack of equity, and effects of inhibiting creativity and employee engagement. He describes a model of theory and practice, "Scanlon plan," in which the administration generates the active participation of its employees in cost reduction programs, sharing the benefits of joint effort. In this model, the employee gets their personal development using their full potential in an environment of cooperation and fairness that rewards your input.
Satisfaction can be defined as the level of fulfilling an individual’s needs, wants and desire, which depends upon what an individual, actually wants and gets from the world. Employee satisfaction is a compute of how happy employees are with their work and also with their working environment. There may be number of factors affecting the firm’s effectiveness, in which one of them is employee satisfaction. Successful companies should have a ethnicity that encourages and motivates the employee satisfaction (Sageer, Rafat, & Agrawal, 2012). Utilizing from the staff is vital for the efficiency of the firms.
This calls for education and training programs for managers for better employee voice management, as suggested by our study. Our findings also indicate that training for managers could ensure policy parity among various groups and to effectively manage employee voice for better performance. This is mandatory because there is a possibility of prevalence of pseudo voice within organizations, where the organizations ideology encourages democracy while manager holds an autocratic style. In such cases, managers have no choice in stopping an employee from speaking, but may disregard them as part of their autocratic style (de Vries et al., 2012). Thus, we suggest that organization’s training program will help a manager to learn and unlearn skills for effective management of employee voice.
This helps the employers to get their desired outputs without violating the rights of their employees through tools such as collective bargaining (Nomden et al., 2003). It is the duty of the top management to manage people and make rules for them, in a way that their productivity is increased. HRM is mainly responsible for the establishment of the employee relations’ guides/rules/framework. HRM can enhance the performance of an organization and it also help in stabilizing the employment relations (Boxall, 2014). Industrial relations’ crucial role is to increase the employee commitment with the organization, which will increase the productivity of the organization whichever industry it is utilized in.